Support and Development of Employees
Satisfaction and professional development of our employees are crucial for achieving appropriate quality of education and research. In this section, you will find information about the programmes we have introduced to support the development of pedagogical and professional skills, innovations in teaching, and other aspects of employees' professional development.
Motivational System to Support Creative (both Artistic and Scientific) Activities of Employees and PhD Students and Their Professional Development
The aim of the faculty leadership is to provide maximum support for the creative activities, academic advancement, and continuing education of academic staff and PhD students – both in the form of annual competitions to promote publication, artistic, curatorial, and organizational activities and mobility, as well as motivational rewards for certified results in the Register of Artistic Outputs (RUV), the Information Register of R&D Results (RIV), or the acquisition of a research grant project. Recently, the faculty leadership has also been focusing on supporting the development of pedagogical skills and professional competencies of academic staff and PhD students. Supplements for role performance and anniversary rewards are standard. In addition to recognising academic advancement within the faculty, the university applies motivational target bonuses for young associate professors and professors.
Internal Competitions
Annually announced internal competitions to support the publication, artistic, curatorial, and organizational activities of the FFA staff and students can be found here. Follow the mobility competitions and programmes in the news of the FFA International Office.
| Type of annual competition / Support for | Announcement | Max. support amount in CZK per project (submission of multiple projects by one person is possible) |
publication of artistic research projects | March | 50,000 CZK/project |
| artistic activities | March | 30,000 CZK/project |
| curatorial and organizational activities | April | 50,000 CZK/project |
| the development of pedagogical skills | ongoing | according to available funds |
| publication activities | November | according to available funds |
| specific university research projects | December | 500,000 CZK/project |
| international mobility | February, May, August | according to available funds |
Support for the Development of Pedagogical Competencies
The purpose of the Programme to Support the Development of Pedagogical Skills and Professional Competencies is to provide financial support for the professional development of teaching competencies and deepening specialist knowledge of the subject matter taught by internal teaching staff of the faculty and PhD students. Further details can be found in the relevant Dean's Guideline No. 6/2023 (Czech only).
Motivational Rewards
Motivational rewards for certified results in the Register of Artistic Outputs (RUV), the Information Register of R&D Results (RIV), the acquisition of a research grant project, and appointment procedures are broadly defined in the relevant Dean's Guideline (Czech only).
| Appointment procedure (Assoc. Prof./Prof.) | One-off reward |
| For being appointed as an associate professor or professor, the academic staff member is entitled to a special one-off reward. Only academic staff employed by the Faculty of Fine Arts at BUT with a contract of 0.75 full-time equivalent or more qualify for this reward. The reward is granted upon request by the employee and provision of the appointment decree. | |
| Reward for academic staff appointed as an associate professor | 20,000 CZK |
| Reward for academic staff appointed as a professor | 30,000 CZK |
| Output listed in the Czech Register of Artistic Outputs (RUV) | One-off reward |
| The amount of the one-off reward is related to the number of RUV points obtained based on certified evaluation in the Artistic Output Register (RUV) of the Czech Ministry of Education, Youth, and Sports over the included 5-year period. The nominal value of a RUV point in CZK is updated annually in the Rules for the Allocation of Financial Resources at the FFA BUT. The allocation mechanism is as follows: typically 30% of the funds from the Artistic Activity Fund (AAF) are allocated for one-off rewards of employees and scholarships of students for results contributed to RUV; a detailed list of academic staff with their point contribution in RUV is part of the Non-investment Budget Proposal of the FFA BUT; the key for individual distribution of the reward is as follows: the proportional amount (typically 25% AAF) is divided by the total number of RUV points of academic staff for the included period, this obtained amount (financial equivalent of the reward for one RUV point) is multiplied by the number of RUV points obtained by the employee during the included period; the calculated reward is paid to employees in a one-off payment in their October salary; the max. amount of the one-off reward is 150,000 CZK; additional funds are used for rewards for the administration of collecting artistic outputs and creative scholarships for students. | |
| [25% AAF] / [number of RUV points of all academic staff for the included period] × [number of RUV points of a given academic staff member for the included period] CZK; max. 150,000 CZK | |
| Beyond the above, excellent ouputs are given a bonus: | |
| Output of category A?? | + 10,000 CZK |
| Output of category BKX | + 5,000 CZK |
| Output listed in the Czech Information Register of R&D Results (RIV) | One-off reward |
| Methodology and amount of financial valuation of non-bibliometric results (e.g. types of results: book, chapter in a book, article, methodology, software, patent, etc.) are updated annually in the Rules for Allocation of Financial Resources at the FFA BUT. For employee motivational bonuses, typically (min.) 28% of the financial resources from the Institutional Support for the Long-term Conceptual Development of the Research Organisation (IP) are allocated. Funds are paid out in the form of one-off rewards and scholarships to authors (who entered their R&D outputs into the BUT Information System) in their August salary; countable results are outputs of the last 5-year period. A detailed list of authors with their point contribution in RIV is part of the Non-investment Budget Proposal of the FFA BUT. | |
| [28% IP] / [number of RIV points of all authors of R&D outputs in BUT IS for the included period] × [number of RIV points of a given author's R&D outputs in BUT IS for the included period] CZK | |
| For bibliometric results – original scientific articles published in journals listed in the international database Web of Science (WoS) or Scopus – the authors are paid a special bonus according to the article's placement in the journal by quartile, specifically in the FORD 6 (Humanities and the Arts), or FORD 5 (Social Sciences). | |
| Jimp in the first decile (WoS) | 80,000 CZK |
| Jimp in Q1 (WoS) | 60,000 CZK |
| Jimp in Q2 (WoS) | 40,000 CZK |
| Jimp in Q3 (WoS) | 20,000 CZK |
| Jimp in Q4 (WoS) | 10,000 CZK |
| Jsc (Scopus) | 5,000 CZK |
| In case a non-bibliometric result was included in the Quality Results Collection assessment according to Methodology 17+ (Module 1), the author is paid a special bonus at the earliest opportunity after receiving the decision results of the Czech Council for Research, Development, and Innovation (RVVI) based on the achieved degree of evaluation. The evaluation consists of assigning the result to a qualitative assessment of 1 to 5 with the corresponding point value according to Methodology 17+ through peer review. | |
| Assessment 1 (cat. Originality and Contribution to Knowledge / Social Relevance) → Exceptional Result / World-leading Result | 80,000 CZK |
| Assessment 2 (cat. Originality and Contribution to Knowledge / Social Relevance) → Excellent Result / Result at an Excellent Level | 50,000 CZK |
| Assessment 3 (cat. Originality and Contribution to Knowledge / Social Relevance) → Very Good Result / Result at a Very Good Level | 30,000 CZK |
| Project listed in the Czech Central Register of Research Projects (CEP) | One-off reward |
| For successfully obtaining a research project, the researcher will receive a one-off reward. The research project must fall within the faculty's major Fields of Research and Development (FORD), i.e., 6.4 (Arts, History of Arts, Performing Arts, Music) or 6.5 (Other Humanities and the Arts). | |
| Obtaining a national research grant project as a beneficiary | 5% of the total amount of financial support, of which the faculty is the recipient, max. 50,000 CZK |
| Obtaining an international research grant project as a beneficiary | 5% of the total amount of financial support, of which the faculty is the recipient, max. 100,000 CZK |
| Obtaining a national research grant project as a co-beneficiary | 5% of the total amount of financial support, of which the faculty is the recipient, max. 35,000 CZK |
| Obtaining an international research grant project as a co-beneficiary | 5% of the total amount of financial support, of which the faculty is the recipient, max. 80,000 CZK |
Creative Leave (Sabbatical)
A sabbatical or creative leave is the term for paid leave provided by the faculty to university educators for the purpose of scientific and/or artistic work related to career growth, self-education, and/or mental hygiene. The possibility is directly governed by the Higher Education Act (§ 76): An academic employee of a university is, upon request, granted creative leave for a period of six months once every seven years, unless there are serious circumstances related to fulfilling the educational tasks of the university. During the creative leave period, an academic employee is entitled to a salary. At the FFA, creative leave has been regularly granted to one or two academic staff members annually (studio or deparment tutors with a full-time contract) for one semester of the academic year. The terms and rules for granting creative leave at the FFA are detailed in the Dean's Guideline.
Social Safety
The FFA is committed to ensuring that students and staff have an inspiring, positive, and consistently safe environment for both study and work. The faculty leadership does not tolerate undesirable behaviours such as sexual or gender-based harassment, aggression, coercion, intimidation, bullying, or discrimination for any reason, and works to strengthen a culture of mutual respect and empathy, which includes preventing undesirable phenomena at all levels of the faculty. A guide to the issues and mechanisms for ensuring social safety at the faculty can be found on this webpage.
Employee Benefits
The FFA, as part of a significant university, offers its employees a range of attractive benefits. Our colleagues can enjoy – in addition to competitive salary conditions, professional and personal development, and access to modern research and teaching resources – a work-life balance through flexible working conditions and a range of family and health benefits. Core benefits include: 8 weeks of holiday for academic staff, 6 weeks for other employees; flexible working hours and the option of working from home; pension insurance/additional pension savings with an employer contribution in the form of a monthly contribution and/or an employer contribution to selected products and leisure activities in the form of an annual contribution (BUT benefit card), an employer contribution for child needs up to the age of 6 in the form of an annual contribution; meal voucher contribution or a meal allowance, or subsidised dining in canteens; a favourable mobile phone tariff for private purposes (incl. family members and friends); language and other professional courses to develop knowledge and skills as part of the BUT Lifelong Learning Institute; opportunities for educational courses or internships abroad as part of mobility programmes; a university kindergarten; the possibility of using the extensive facilities of the BUT Sports Activities Centre; short-term and recreational accommodation in university housing facilities; free admissions to affiliated cultural organisations (access to faculty ICOM cards); use of selected university-wide software on home devices and more. Further information can be found on the FFA Intranet.
Further Information
Information for both current and incoming employees, including those from abroad, is available on the SharePoint of the BUT Personnel Centre (login needed). Employees can find detailed information on benefits, opportunities for overseas mobility, holiday entitlements, and more.
HR Award at BUT
Responsibility: doc. MgA. Filip Cenek